5 extra skills you need to check when hiring remotely

No matter the skills you are looking for in your next employee, there are essential extra skills you need to check when you are hiring a remote employee. These skills are mandatory for everyone and don’t matter what type of job you need to fill in: marketer, developer, account manager or virtual assistant. These skills are also soft skills, which can be built up with months or years of remote working so make sure you hire someone who's not just starting up in remote working but also a pro in it and has some background.

Expert in written communication

Look for someone who thinks "what's not written down, doesn't exist." Even having some graphomania is better than having none of it. When you manage an offshore/remote team, genuinely verbal communication only exists on online team meetings - even your water cooler conversations are verbal on Slack or other chat platforms. You need someone who's not just an expert written communicator but also prefers to communicate in written form.

Your ideal candidate should be a prompt writer too, extensive use of emojis and shortened texts can be easily misinterpreted online. You need someone who's communicating in an obvious way.

HOW TO CHECK THIS SKILL: Ask them to write something relevant to the job. Written test material can help you check writing skills.

 

5 EXTRA SKILLS YOU NEED TO CHECK WHEN HIRING REMOTELY

By Peter Benei

 

Details matter

While you have a summary of the whole job, don't forget to add the details. Clear up the essential skills, the current team structure where the applicant arrives, the current state of the company, the purpose of the hiring, the urgency of start and the possibility of remote working. The more you write, the better, but be short and prompt.


Highlight the plan

Write up how the hiring process will look for everyone. Ask them to only participate in the process if they willing to commit to walking through the whole cycle (pitch, test work, interviews, etc.). It will assure the applicants, that a) you are committed to hiring the best b) they have to prove themselves. Make them shine, don't just ask for a resume or cover letter - ask them to apply uniquely.


Skip the jargon

It is for your own sake if you want to be treated as a serious employer, skip the BS. There are no growth gurus, no marketing ninjas, no code-junkies, no dev wizards. Some terms might be justified as "happiness engineers" for customer service people, but these terms are rare. Stick to the simple English phrases.

Remember, you are doing this because you want to hire the best and you also don't want your time wasted by soldiers of fortune. Hire the best starts with the best job post.

 

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My name is Peter. Welcome, I’m glad you are here. I help companies to amplify their messages, create meaningful conversations, and scale up their business fast. My passion is remote business - I can help you to build, launch and grow your distributed company.

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